Data Engineers Lab's (DLAB) company and service information including Varies Big Data Case Studies in both vertical and horizontal business perspectives.
๋ฐ์ดํฐ์์ง๋์ด์ค๋ฉ (๋๋ฉ)์ ํ์ฌ ๋ฐ ์๋น์ค ์๊ฐ์์ ๋๋ค. ๊ฐ ์ฐ์ ๋ณ ๋ฐ ์ ๋ฌด ๋ถ์ผ๋ณ ๋น ๋ฐ์ดํฐ ์ฌ๋ก์ ํ์ฉ๋์ ๋ํ ์ปค๋ฉํธ๋ฅผ ์๋กํ ์ต์ ๋ฒ์ ์ ๋๋ค.
HOW4 is a tool that allows organizations to map complex networks of communication between internal resources and their informal relationships. It provides at least 3 organizational views: employees, units, and the company as a whole. HOW4 helps organizations carry out diagnostic analyses, create internal network maps, and define scopes and features. It allows organizations to locate influencers, leaders, experts, barriers, and critical connections to support change management, team development, talent management, organizational performance, knowledge management, and mergers and acquisitions.
This document provides an overview of Module 2 of the ONA Practitioner Course, which focuses on setting up ONA surveys. It discusses setting up surveys in ONA Surveys, including creating questions, relationship sets, lists, and publishing surveys. Hands-on activities guide the user through setting up an example survey by creating questions, relationship sets, lists, previewing the survey, sending emails to respondents, and downloading results for network analysis in NodeXL. The document is intended to teach users how to design and implement a network survey using the ONA Surveys tool.
Data Engineers Lab's (DLAB) company and service information including Varies Big Data Case Studies in both vertical and horizontal business perspectives.
๋ฐ์ดํฐ์์ง๋์ด์ค๋ฉ (๋๋ฉ)์ ํ์ฌ ๋ฐ ์๋น์ค ์๊ฐ์์ ๋๋ค. ๊ฐ ์ฐ์ ๋ณ ๋ฐ ์ ๋ฌด ๋ถ์ผ๋ณ ๋น ๋ฐ์ดํฐ ์ฌ๋ก์ ํ์ฉ๋์ ๋ํ ์ปค๋ฉํธ๋ฅผ ์๋กํ ์ต์ ๋ฒ์ ์ ๋๋ค.
HOW4 is a tool that allows organizations to map complex networks of communication between internal resources and their informal relationships. It provides at least 3 organizational views: employees, units, and the company as a whole. HOW4 helps organizations carry out diagnostic analyses, create internal network maps, and define scopes and features. It allows organizations to locate influencers, leaders, experts, barriers, and critical connections to support change management, team development, talent management, organizational performance, knowledge management, and mergers and acquisitions.
This document provides an overview of Module 2 of the ONA Practitioner Course, which focuses on setting up ONA surveys. It discusses setting up surveys in ONA Surveys, including creating questions, relationship sets, lists, and publishing surveys. Hands-on activities guide the user through setting up an example survey by creating questions, relationship sets, lists, previewing the survey, sending emails to respondents, and downloading results for network analysis in NodeXL. The document is intended to teach users how to design and implement a network survey using the ONA Surveys tool.
The Complete Organizational Network Analysis Handbook_APR2014 #SocialNetworkA...Stephen Tavares
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ONA has been around for several years and in the past few, as big data and Internet applications have become more prevalent, it has even turned into a buzzy catchphrase.
This overview presentation will help build the case for ONA and provide insight into the best use of the tools to maximize human capital performance in any organization.
Este documento describe una metodologรญa para analizar las redes de conversaciรณn en una organizaciรณn utilizando un enfoque bioinspirado. El anรกlisis de redes de conversaciรณn permite identificar lรญderes influyentes, detectar flujos de conocimiento y puntos de estancamiento, y predecir comportamientos organizacionales. La metodologรญa se basa en registrar con quiรฉn conversa cada persona y cuรกntas veces durante varios dรญas, y luego mapear las redes resultantes para obtener informaciรณn sobre confianza, influencia y flujo de conocimiento en la organizaciรณn.
This document discusses organizational network analysis (ONA). ONA maps both the formal and informal networks within an organization. It can identify central and peripheral members, potential integration points, and strategic groups. The document provides an example of ONA conducted with a IT services company. The analysis mapped communication, problem-solving, and innovation networks across different locations and levels. It identified prominent members, interactions between groups, and social isolates. ONA can be used for organizational change, communities of practice, effectiveness, and business reasons like leadership development and innovation.
David Bernstein of eQuest, the global leader in job-posting delivery and job board performance analytics, discusses how Big Data analysis provides organizations with greater recruitment marketing effectivenss than ever before. By not only delivering predictive information on job postings but by also taking a holistic look at your talent pipeline, Big Data analysis provides the insight organizations need to make better-informed decisions more quickly, reducing time-to-hire, costs and administrative burden.
The document discusses a task force assembled to address the problem of excess skilled bottling staff at Company XYZ between October and February each year. The task force proposes several alternatives to ensure the skilled employees are utilized year-round, including recycling bottles during the off season to reduce material costs, shifting employees to the company's hard drinks bottling process which has higher demand seasonally, outsourcing the skilled employees to other companies during the off season, and implementing a variable pay structure to incentivize employees to work during the off season. The task force will present these alternatives to management for consideration as future strategies.
The document provides a template for an HR manager's key performance indicator (KPI) table. It includes instructions on defining key result areas, selecting KPIs, assigning weights and targets for each KPI, tracking actual results, calculating scores, and using the final score to determine bonuses, salary increases, and promotions. The template and additional HR tools can be downloaded from www.exploreHR.org.